Current page is: SMG / SLCG Compensation

Senior Management Group (SMG)

Positions designated as Senior Management provide leadership requiring the exercise of a high degree of independent judgment in the development of Universitywide or campuswide policy and program direction and accountability for long-term results.

The President, as executive head of the University, has responsibility for the policies and programs governing the terms and conditions of employment for staff members who hold senior management positions, except for certain actions which are reserved to the Regents and Principal Officers of the Regents as set forth in the Bylaws and Standing Orders of the Regents, and except as delegated by the President to Chancellors, Laboratory Director, and the Executive Vice President—Business Operations.

Senior Leadership Compensation Group (SLCG)

The Senior Leadership Compensation Group includes all employees in the SMG program and all MSP employees whose total potential cash compensation is at or exceeds the Indexed Compensation Level (ICL) of $301,000 annually.

Annual Report on Executive Compensation (AREC)

We are obligated to present a report to the Legislature and to the public on the compensation of the University of California’s senior managers. Effective September 1, 2014, the current reporting threshold of total potential cash compensation is $301,000 per annum. The reportable population is:

All employees in a named position (according to direction from State Legislators) regardless of total potential compensation

All Officers of the Regents regardless of total potential compensation

All employees in a Senior Management Group (SMG) position regardless of total potential compensation

All employees in administrative/staff Managers and Senior Professionals (MSP) positions with total potential compensation over $301,000

All other non-academic, non-represented employees whose total potential cash compensation is greater than $301,000

EXCLUDES all Staff Physicians

INCLUDES coaches and athletic directors if potential annual cash compensation is greater than the reporting threshold

The population includes those in both permanent and acting positions as identified above.

Total potential compensation for part-time individuals is determined based on their part-time rate rather than their full-time equivalent rate.

Indexed Compensation Level (ICL)

The compensation approval level shall be indexed annually in accordance with the California Consumer Price Index. Effective September 1, 2014, the ICL is $301,000.

Outside Professional Activities (OPA)

Senior Managers are required to report their outside professional activities on an annual basis. Only activities that are within the SMG member’s area of professional expertise and for which he/she is employed by the University are considered OPA. Activities outside an SMG member’s area of professional expertise and/or that are not pertinent to his/her University role are not considered OPA. Further, only activities that are beyond the responsibilities assigned to the SMG employee by the University (or by his/her supervisor) are considered OPA.

Total Cash Compensation (TCC)

Total Cash Compensation is calculated based on the fiscal year. The categories of cash compensation to be included in determining the Indexed Compensation Level (ICL) are as follows:

Annualized base salary (If the employee has a UC appointment at less than 100 percent with no other appointments at UC, the total compensation at that appointment rate will be used and not the conversion to derive a “full-time equivalent” amount, e.g., at 100 percent)